Are These Jobs Even Real? What Candidates Are Saying and Why It Matters to Employers

As someone who runs a specialized recruiting firm that offers professional search, interim staffing, and fractional leadership placements, I have the privilege of speaking with incredibly talented HR and marketing professionals every week. Many of them are in transition and actively looking for their next role.

Lately, I’ve been hearing a consistent and concerning refrain:

“I don’t even trust the job postings on LinkedIn anymore. They’re not real.”

One candidate told me she no longer applies on LinkedIn without first going to the company’s website. “Half the time,” she said, “the job isn’t even listed there.” Others shared stories of roles posted, closed, and reposted often with no explanation. One particularly telling conversation involved a company that admitted they were “just testing the market” to see what kind of talent was out there. They weren’t actively hiring.

This kind of behavior leaves candidates disillusioned and disengaged. And while it might seem like no big deal to a busy hiring team, it’s sending a message that hurts your brand and erodes trust with the very people you’re trying to attract.

What Executives Need to Understand

If you’re in a leadership role, especially in HR or Talent Acquisition, it’s worth asking:

Do you know what your candidate experience actually feels like?

Are the roles your company is posting truly open or are they just exploratory?

Because if you’re “fishing” or experimenting publicly, candidates notice and it doesn’t reflect well.

At a time when employer brand and reputation are more visible and more valuable than ever, we all need to be more intentional. Here’s what I recommend to the companies we advise:

4 Practical Ways to Improve Trust and Credibility with Candidates

1. Only post active, approved roles.If you’re not ready to hire, don’t list the job. Use your third-party partners for confidential or exploratory outreach. Public postings should be real and active.
2. Align your job postings across platforms.If a job is on LinkedIn but not on your website, that’s a red flag. Candidates expect consistency and the best ones do their homework.
3. Communicate status clearly.If a role gets paused, closed, or filled, say so. Even a simple update on the posting or an email to applicants goes a long way in building trust.
4. Audit your hiring process like a candidate.Walk through the process yourself. How easy is it to apply? How quickly does your team respond? What messages are being sent (or not sent)? Leaders should know what their candidate experience looks like.

The Bottom Line:

Every job posting is a first impression. In a competitive market, companies can’t afford to give candidates a reason to opt out before the conversation even starts.

If you’re guilty of any of the above or not sure what your current process is signaling, now’s the time to tighten it up. Candidates are watching. And talking.

And the best ones? They have options.

If you’re looking for amazing talent, we’d love to hear about your roles and discuss our amazing network of professionals. Contact us today to start the conversation.